This tool helps employees challenge or respond to redundancy decisions. It covers letters requesting the rationale behind your selection, querying whether a fair process was followed, disputing a redundancy where you believe it is actually unfair dismissal, and appealing an employer's internal redundancy decision. It also helps you request details of your statutory redundancy pay calculation.

Under the Employment Rights Act 1996, you are entitled to statutory redundancy pay if you have been employed for at least two years, a minimum notice period, and the right not to be unfairly selected. Your employer must follow a fair process — including consultation and considering alternative roles. If they have not, you may have grounds for an unfair dismissal claim at an Employment Tribunal. You must submit a tribunal claim within three months of your dismissal date.

Redundancy is a legitimate reason for ending employment when a role genuinely ceases to exist. Unfair dismissal occurs when redundancy is used as a cover for another reason — for example, to remove an employee who raised concerns or because the selection process was discriminatory. If you suspect this is the case, LetterDeck can help you write a letter formally requesting the selection criteria and process used.

LetterDeck does not provide legal advice, and settlement agreements are a legal matter you should discuss with an employment solicitor — many offer free initial consultations. However, writing a clear formal challenge letter before any settlement discussions often strengthens your negotiating position.